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Nurses' job satisfaction: a meta-analysis of related variables.
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TLDR
A meta-analysis of data from 48 studies with a total of 15,048 subjects revealed that job satisfaction was most strongly associated with stress (-609) and organizational commitment (.526).Citations
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Mindfulness-Based Stress Reduction for Health Care Professionals: Results From a Randomized Trial
TL;DR: Results from this prospective randomized controlled pilot study suggest that an 8-week MBSR intervention may be effective for reducing stress and increasing quality of life and self-compassion in health care professionals.
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Teaching Self-Care to Caregivers: Effects of Mindfulness-Based Stress Reduction on the Mental Health of Therapists in Training
TL;DR: In this article, the authors examined the effects of one approach to self-care, Mindfulness-Based Stress Reduction (MBSR), for therapists in training and found that participants in the MBSR program reported significant declines in stress, negative affect, rumination, state and trait anxiety, and significant increases in positive affect and self-compassion.
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Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: A review of the research literature
TL;DR: Investigating possible changes over time in sources of dissatisfaction revealed that factors related to the work environment rather than individual or demographic factors were still of most importance to nurses' turnover intentions.
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Job satisfaction among nurses: a literature review
TL;DR: It is argued that the absence of a robust causal model incorporating organizational, professional and personal variables is undermining the development of interventions to improve nurse retention.
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Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment?
TL;DR: In this article, the authors assess both the direct and indirect impact of certain pay policies upon the turnover intentions of paediatric nurses, finding that job satisfaction has only an indirect influence on the intention to quit, whereas organizational commitment has the strongest and most direct impact.
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